Encouraging ‘year-round collaboration’: FY21 Performance Valuations now available

The FY21 Performance Valuation form is now available for staff and leadership.

Introduced as a pilot in FY19, the Performance Valuation takes a positive approach toward performance improvement and on how current and future accomplishments can help achieve overall professional goals and satisfaction.

“Michigan Medicine encourages year-round collaboration between leaders and their direct reports, with a focus on positive development, and the value (hence ‘Valuation’) that our employees bring to Michigan Medicine,” said Brian Cole, associate director of operations for Organizational Learning.

Indeed, performance management is a continuous process. By connecting throughout the year, both leader and employee will feel less burdened, adjustments can be made, and a more robust representation of the employee’s work can be achieved.

Evaluations currently used by faculty and bargained-for employees will not be affected by this valuation.

What’s new in FY21

Each year, the Organizational Learning team takes feedback from staff and leaders about the valuation and adjusts the next version of the form. One significant change to this year’s form is the length – it’s shorter!

“In April, we created a shorter COVID-19 valuation to support staff and leaders as we navigated the challenges of the pandemic – which received great response,” said Cole. “So, we made a few tweaks to the original form and found ways to make it shorter without reducing the value it can bring to our employees.” 

Also, there is an opportunity for departments to include content specific to their teams including role specific competencies and requirements, and cascaded goals for employees. This section is optional.

How to get started and resources to help

First things first, start by reviewing last year’s evaluation, have impactful conversations with your supervisor about last year’s performance and what will carry over into this new year, and start working on job-specific SMART goals.

The Performance Management web page has a quarter-by-quarter break down of how to navigate the year-long process. By connecting throughout the year, both leader and employee will feel less burdened, adjustments can be made, and a more robust representation of the employee’s work can be achieved. Resources are also available to support facilitating check-ins, development opportunities for leaders and staff, and more.

Finally, Organizational Learning will also host three virtual sessions to help staff and leaders learn how to fill out the FY21 valuation, understand the importance of SMART goals, and enhance check-ins by asking questions pertaining to yearly goals. Sessions will be held in October and November. Register for one here.

For the latest information on Performance Management, please check out these links:

• FY21 Valuation
• Performance Evaluation Resources
• 1-Year Roadmap